The Supreme Court vacated and the case and remanded. It held that the Pregnancy Discrimination Act (PDA) requires that employers provide similar accommodations as they do to any other persons who are similar in their ability or inability to work. This holding is constant with the EEOC's guidelines.
The Supreme Court went on the explain that a pregnant worker can make a prima facie case of disparate treatment under McDonnell Douglas by showing that she (1) belongs to the protected class, (2) that she requested accommodation, (3) that the employer did not accommodate her, and (4) that the employer did accommodate others similarly situated in their ability to work. As the record contained sufficient evidence, there was a genuine dispute as to whether UPS provided more favorable treatment to at least some employees whose situation could not reasonably be distinguished from Young's.